HomeMy WebLinkAboutN-206 - Professional Behavior-DisciplineCITY OF PASCO
ADMINISTRATIVE ORDERS
Administrative Order No. 206
Personnel Policies & Procedures
Subject: Professional Behavior /Discipline
Initial Effective Date:
July 14, 2014
Revised
Approved
I. PURPOSE:
To communicate to all employees the City of Pasco's policy on appropriate and professional
behavior and the consequences (discipline) of failing to meet those standards.
II. DEPARTMENTS AFFECTED:
III.
All
Administrative Order No. 274 — Termination
IV. POLICY:
A. The City provides public services upon which the citizens and business of Pasco rely.
All employees of the City are expected to use good judgment, common sense,
dedication, and courtesy in the performance of their duties. The primary mission of
every employee is to provide courteous, orderly, efficient delivery of services to the
citizens, customers and fellow employees of the City.
B. Behaviors resulting in discipline: the following is a list of behaviors incompatible with
City employment. The list is not exhaustive; there may be other events/issues that are
actionable.
1. Failure or refusal to carry out safe and reasonable job assignments and management
requests.
2. Unauthorized use of City information.
3. Falsification of any work, personnel, or other City records.
4. Dishonesty.
5. Discrimination against or harassment of co- workers.
6. Possession, consumption, selling, gifting or being under the influence of alcohol or
drugs (legal or illegal) at work, on City premises, or when representing the City off
campus.
7. Deliberate damage to City property.
8. Physical or verbal abuse, bullying.
9. Fighting or threatening to fight another employee.
10. Mentally, or emotionally harming another employee or any other person.
C. Acts, errors, or omissions which do not meet the standards noted above may result in
discipline, up to and including termination. The purpose of discipline is to correct
behaviors which are in need of change. Managers are expected to use discipline in a
manner intended to correct inappropriate behaviors. If inappropriate behavior
continues or if specific behavior warrants it, termination of employment may be
recommended.
D. Informal Discipline: Informal discipline consists of coaching/counseling/teaching.
Informal notes /documentation are for use by the employee's supervisor. Informal
counseling may be documented in writing (as a corrective counseling) and used for
annual performance evaluation purposes. It is not placed in the official personnel file,
though all forms of counseling may be reflected in annual performance evaluations.
E. Formal Discipline /Progressive Discipline: Formal discipline of non - probationary
employees, in circumstances not warranting termination, will normally follow a
progressive disciplinary pattern with the objective of correcting the behavior /problem.
When deciding the degree of discipline, the City will take into account the
circumstances surrounding the incident(s), the severity of the offense, and the past work
record and past conduct of the employee. Progressive discipline, under normal
circumstances, will include the following steps:
1. Verbal Warnin /g Reprimand: Documented in writing; a copy provided to the
employee in question; a copy placed in the official personnel file located in Human
Resources.
2. Written Reprimand: A formal, written disciplinary action for misconduct,
inadequate performance, or repeated lesser infractions. A copy is provided to the
employee being disciplined; a copy is placed in the official personnel file located in
Human Resources.
3. Suspension: A suspension is a temporary, unpaid absence from work which may
be imposed as a penalty for significant misconduct or repeated lesser infractions. A
suspension is a severe disciplinary action which is made part of the employee's
permanent record. Directors have the authority to suspend without pay for up to
three days. Suspensions for more than three days require prior concurrence by the
City Manager.
4. Termination: See Administrative Order No. 274.
F. Suspension with Pay: An employee may be placed on paid administrative leave during
the pendency of an investigation or disciplinary action, if the City Manager, after
consultation with the Department Director and Human Resources, determines factors
warrant paid suspension from duty. Any employee placed on administrative leave shall
be required to call in daily and be available for work - related assignments as determined
by Department Director.
Approved: p
gia Strebel, Acting City Manager Date
Administrative Order No. 206 - Professional Behavior/Discipline
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